/

Transcription

1 /

2 This document is available on request in a variety of accessible formats for example large print or Braille. Feedback We welcome your feedback on this document. Please send any comments or requests for the document in alternative accessible formats to: Human Resources Service Centre Guildhall Wrexham LL11 1AY Telephone:

3 The Council is committed to recruiting, retaining and developing a workforce that reflects the communities that we serve. The Equality Act 2010 places certain duties on us as an employer. The purpose of the equality monitoring questionnaire is to gather up to date information that will enable us to assess the impact of our recruitment and employment policies and practices, and improve them where we can. The information you provide helps us to meet our statutory duty to monitor and publish equality data annually. 1

4 All the information you choose to provide will be treated with the strictest of confidence and handled in accordance with the principles of the Data Protection Act No information will be published or used in any way which allows you to be identified. Access to this information is restricted to employees involved in the processing and monitoring of the equality and diversity data and is used for statistical purposes only. Equality monitoring data is stored on a secure Human Resources electronic system for the duration of employment with the Council. You may withdraw your consent to the holding of equal opportunity monitoring data at any time. Under the Equality Act the protected characteristics are age, gender reassignment, gender, race, disability, pregnancy and maternity, marital or civil partnership status, sexual orientation and religion or belief. 2

5 Once you have read this information please take time to complete the questionnaire either: a) by completing a hard copy form provided by your Manager or Human Resources, then return in a sealed envelope, marked confidential to the Human Resources Service Centre, Guildhall OR b) by completing the electronic form on line via the links provided in the Friday Bulletin or found on the HR page of the Councils Intranet. Both formats are available in English and Welsh. 3

6 1. Age Our workplace policies are designed to ensure you are judged only by your abilities and not your age. By monitoring age, we want to assess how effective the Human Resources Policies are in practice and to improve them where we can. When you were appointed in your job you gave us your date of birth and it was added to our database. Please answer this question so we can confirm the date we hold is correct. 2. Gender Identity We often use the terms Sex and Gender interchangeably in conversation but they are not the same thing. Sex refers to the anatomical differences between males and females. Gender refers to an individual s personal sense of how much like a man or a woman they feel. 4

7 Concentrations of either men or women into certain jobs and the impact of family commitments are some reasons why men and women experience the workplace differently. We are asking you to indicate which gender you consider yourself to be. Please help us to do this by ticking the box that describes your gender. 3. Sexual Orientation Monitoring sexual orientation of our workforce is a significant step towards acknowledging gay, lesbian and bi-sexual employees within the workplace. The Council seeks to become an exemplar employer and make sure our processes and practices are fair. Please help us to do this by ticking the box that describes your sexual orientation. The Council will only use sexual orientation statistical information for ensuring its staff policies are working fairly and no individual will be identified. If you would like to find out more about monitoring on sexual orientation please look at the What s it got to do with you? guide produced by Stonewall which you can view at: 5

8 4. Gender Reassignment Gender reassignment is a protected characteristic under the Equality Act This protects a person who is considering, undergoing or has gone through a process to change from one gender to another from discrimination, harassment and victimisation. This protection is in place regardless of where a person is in the process and how long the process takes. Gender reassignment monitoring of our workforce is a significant step towards acknowledging transsexual employees within the workplace. The Council will only use the statistical information for ensuring its staff policies are working fairly and no individual will be identified. Please help us to do this by ticking the box that describes if you have ever identified as transgender. All the information you choose to provide will be treated with the strictest of confidence and handled in accordance with the principles of the Data Protection Act No information will be published or used in any way which allows you to be identified. 6

9 5. Marriage and Civil Partnership Marriage is defined as a union between a man and a woman through law, by which they become recognised as husband and wife. Same-sex couples can have their relationships legally recognised as civil partnerships. Civil partners must be treated no less favourably than married couples. Please help us to monitor the impact of our Human Resources policies and practices by ticking the box that describes your marital or civil partnership status. 6. Health and Disability To make positive changes, the Council wants a better understanding of the potential barriers faced by people with a health condition or disability. Many people do not consider themselves to be disabled but may be covered by the Equality Act The Equality Act defines a person as disabled if they have a physical or mental impairment, which has a substantial and long term adverse effect (i.e. has lasted or is expected to last at least 12 months) on the person s ability to carry out normal day-to-day activities. 7

10 Please help us to monitor the impact of our Human Resources policies and practices by ticking the box that describes your health, and if you answer yes to this question please answer the next two questions on the type of impairment you may have and your ability to carry out day to day activities. The Council will only use the statistical information for ensuring its staff policies are working fairly and no individual will be identified. The Council has developed resources and information on the Human Resources and Equalities Intranet pages, to support you and your Manager when discussing and agreeing reasonable adjustments in the workplace. For more information please visit the Intranet or speak to your line manager or Human Resources Advisor/Officer. The Council is also committed to the following Two Ticks Disability Symbol criteria: Interviewing all applicants with a disability who meet the essential criteria on a person specification and considering them on their abilities. Making every effort when an employee becomes disabled to ensure that they stay in employment. Taking action to ensure that all employees develop an appropriate level of disability awareness to make these commitments work. 8

11 7. National Identity Information on national identity in Wales is categorised by asking a specific question on national identity. By answering this question you are enabling us to meet our specific equality duties in Wales for monitoring and statistical purposes. 8. Ethnic Group The ethnic categories are based on the Census 2011 and are listed alphabetically. Monitoring lets us understand the ethnic make-up of our workforce and compare this with the wider community. It also lets us analyse our Human Resources personnel practices and procedures and how they impact on different ethnic groups. 9. Religion or Belief The Council is committed to ensuring fairness and equality to all employees whatever their faith or belief. The questionnaire includes a list of religions that are most commonly found in Britain. If your religion is not specifically listed then please describe in any other religion or belief. 9

12 10. Preferred Language The Council is committed to providing as much information to employees in their language of choice, to enable us to do this please indicate your preferred language. Please help us to monitor the impact of our Human Resources policies and practices by ticking the box that describes your preferred language. 11. Welsh Language Skills The Council has adopted the principle that in the conduct of its public business in Wales, the English and Welsh languages will be treated on a basis of equality. All material produced for the public in Wales must be bilingual and produced as one single document. Please help us to monitor the impact of our Human Resources policies and practices by ticking the box that describes your Welsh Language skills. Please refer to the Welsh Language Skills Assessment Chart on the Human Resources Page of the Intranet for further detail as to the levels. vacancy_management.htm 10

13 12. Carers Around 12% of Wrexham s population care for someone who experiences a disability, illness or frailty. Balancing work responsibilities with caring for someone who may be a parent, relative, partner or close friend can be very challenging and generate demands which at times might seem impossible to meet. The Council is committed to ensuring it recognises the challenges faced by their employees. Please help us gain a better understanding by indicating if you carry out a caring role alongside your employment. Support to manage the challenges you face can be found by contacting Carers Wales as outlined below. Please help us to monitor the impact of our Human Resources policies and practices by ticking the box that describes your Carer status. 11

14 If you would like to find out more about equality and diversity within the Council then you may be interested to read the information available to view in the Human Resources and Equalities sections of the Intranet: personnel/index.htm equalities/index.htm Alternatively, ask your Manager or Human Resources Advisor/Officer or Equalities Manager for information. There are many sources of further information... The Council has an Equalities Improvement Group, which brings together members of staff from each Department to lead on the Strategic Equality Plan and other Equalities issues. The Group meets quarterly to discuss and monitor the Equalities agenda and to work on specific initiatives to promote Equalities and Diversity. Members can also advise staff on key issues within their Departments. You are more than welcome to contact the Group with any queries, the Equalities Manager: 12

OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,

Equality Impact Assessment Form November 2014 Introduction The general equality duty that is set out in the Equality Act 2010 requires public authorities, in the exercise of their functions, to have due

Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should

Job Application form Post Applied for: Closing Date: form Job Reference: form Please complete this form in black ink. Applications received after the closing date will not normally be considered. THE INFORMATION

Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that

Fees and Remissions Although this form is not part of the ET1 it must be returned with the claim form if you are making your claim by post. This will assist our staff in confirming that the correct fee

Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

Equality Act what is new from 1 October 2010 The Equality Act 2010 came into force on 1 October. About 90% of the Act is being implemented and these are the main changes. This briefing highlights where

Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms. Job applied for: Location of job: DELETE/TICK WHERE

Wales Negotiating Committee Further Education Joint Agreement on Starting Salaries for Lecturers and Business Support Staff Version: FINAL Date of Review: July 2019 Creation Date: 18 July 2016 1. Context

BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY 1. Introduction This policy is applicable to both staff and students and should be read in conjunction with all other relevant

Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

Policy/Strategy/Project/Procedure/Service/Function Title: Proposed Council budget reductions to grant funding to the Third Sector Infrastructure Partners New Who is responsible for developing and implementing

Initial Equality Impact Assessment Department Service Area Date 20/10/11 This Initial EqIA will help you to analyse equality in the context of your policy, practice or function. The assessment is a useful

The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find

Policy/Strategy/Project/Procedure/Service/Function Title: A new build premises for Eastern High school. New/Existing/Updating/Amending: New Who is responsible for developing and implementing the Policy/Strategy/Project/Procedure/Service/Function?

Equality Impact Assessment The Council is required to have due regard to the need to: eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Act advance

Department of Health will be issuing new guidance relating to the monitoring of equality in April 2013. The equality and diversity sections within NHS Jobs application forms will be reviewed and updated

The Community Law Partnership Solicitors Housing Law Advice Application for Employment The Community Law Partnership is an Equal Opportunities Employer. We invite applications from men and women from all

1.0 Purpose The purpose of the Diversity and Equal Opportunities Policy is to encourage an atmosphere where all staff embrace the benefits of working in a diverse community and to provide a framework for

1. What equality law means for you as an employer: when you recruit someone to work for you. Equality Act 2010 Guidance for employers. Vol. 1 of 7. July 2011 Contents Introduction... 1 Other guides and

Equal marriage What the government says Easy Read Document Important This is a big booklet, but you may not want to read all of it. Look at the list of contents on pages 3, 4 and 5. It shows what is in

EAST SURREY COLLEGE EQUALITY SCHEME EQUALITY OUR COMMITMENT East Surrey College is committed to ensuring the fair treatment of all its staff, established and sessional, support and care workers, volunteers,

Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality

The Equality Act: Guidance for small businesses Your role as a service provider under the Equality Act Your role as a service provider under the Equality Act This guide explains your obligations as a provider

Flexible Worker Guidance Equality and Diversity This document and the attached key points have been created to provide guidance for all NHS Professionals Flexible Workers regarding Equality and Diversity

2. Your rights to equality at work: working hours, flexible working and time off. Equality Act 2010 Guidance for employees. Vol. 2 of 6. July 2011 Contents Introduction... 5 Other guides and alternative

EQUALITY ANALYSIS FORM Introduction CLCH has a legal requirement under the Equality Act to have due regard to eliminate discrimination. It is necessary to analysis the consequences of a policy, strategy,

Job Application Form This is an interactive PDF form, all boxes can be filled out using Acrobat Reader. Please email completed documents to headmaster@stdavidscollege.co.uk If you do not have Adobe Acrobat

How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

1. Your rights to equality at work: when you apply for a job. Equality Act 2010 Guidance for employees. Vol. 1 of 6. July 2011 Contents Introduction... 1 Other guides and alternative formats... 1 The legal

Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES Version 1.0 Important: This document can only be considered valid when viewed on the CCG s intranet/y: Drive. If this document has been printed or saved to

Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Date ratified Implementation Date Date of full implementation Review Date Version number Review and Amendment Log

You can find the latest version of this guidance on our website at www.gmc-uk.org/guidance. Published 25 March 2013 Comes into effect 22 April 2013 Personal beliefs and medical practice 1 In Good medical

EQUALITY IMPACT ASSESSMENT FORM Please refer to the guidance prompts on pages 7, 8 & 9 before completing this form Name of Service or Policy Employment and legal issues in respect of trust staff working

Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from

To apply: Please send your CV, equal opportunities form (found at the end of this document), and a covering letter outlining your interest in the role and how your experience matches the requirements of

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO FOR SMALL / MEDIUM SIZED ENTERPRISES & THIRD SECTOR ORGANISATIONS GOOD PRACTICE ON EQUALITY AND DIVERSITY WHEN CONTRACTING WITH BRACKNELL FOREST COUNCIL Version

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough For Small and Medium Sized Enterprises September 2011 DRAFT Page 1 of 8 Introduction The Royal Borough of Windsor

Marriage (Same Sex Couples) Act: A factsheet Marriage is a hugely important institution in this country. The principles of long-term commitment and responsibility which underpin it bind society together

https://www.unison.org.uk/get-involved/learning-development/activists/activist-training-pathways/ National Activist Education Programme: Employment Law Courses 2016 The following in-depth employment law

Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

APPLICATION FOR EMPLOYMENT Please complete in black ink This form has two parts. The application form must be completed and returned as part of your application for the advertised appointment. If you have

Initial Equality Impact Assessment Department Service Area Date Primary Alternative Provision Learning, Skills & Education, CCL October 2012 This Initial EqIA will help you to analyse equality in the context

NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT Foreword I am pleased to present this Equality and Diversity Information Statement for National Savings and Investments ( ) as

EQUALITY RIGHTS IN NORTHERN IRELAND INTRODUCTION The CWU Equal Opportunities Department are pleased to put this Northern Ireland Equality Laws Toolkit together for the benefit of our representatives in

Monitoring student sexual orientation and gender identity in further and higher education Foreword Welcome to this briefing on the monitoring of sexual orientation and gender identity of students in further

Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that

APPLICATION FORM POSITION APPLIED FOR HOW DID YOU HEAR OF THIS VACANCY? (Name of publication, web site, agency or source) PERSONAL DETAILS Surname: First Names: Title: Previous Names: Home Address: Post

Information for Candidates Upland Forum Appointment of Chair & Members 1 Background The Upland Forum is a non-executive Ministerial Advisory Group established in 2005 to advise Welsh Government and the

Service area Date of assessment December 2010 Name of strategy/policy/function/service to be assessed Is this a new or existing strategy/policy/function/service? Name of manager responsible for strategy/policy/function/service

Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to